THE SUSTAINABLE HRM LANDSCAPE: MAPPING ITS EVOLUTION, THEORETICAL FOUNDATIONS, AND FUTURE PATHWAYS
DOI:
https://doi.org/10.37435/nbr.v7i1.109Keywords:
Sustainable Human Resource Management, Sustainable Development, Triple Bottom Line Approach, Sustainability Green Human Resource Management, Environmental ManagementAbstract
Purpose: This systematic literature review aims to bridge the gap in the existing literature on Sustainable Human Resource Management (SHRM) by providing a comprehensive analysis of selected empirical studies published between 2005 and 2024.
Design/methodology/approach: A total of 80 empirical studies were systematically shortlisted and analyzed using a step-by-step approach based on the Preferred Review of Items for Systematic Review and Meta-Analysis (PRISMA) Framework and though the quality assurance checklist of Critical Appraisal Skills Programme (CASP). This helped in the development of Context, Intervention, Mechanism and Outcomes (CIMO) Framework to further guide this study.
Findings: This study highlighted how organizations may utilize SHRM as a strategic function to gain competitive advantage. Based on a thorough analysis of shortlisted research studies; this systematic review offers a trend analysis of empirical research in the domain of SHRM through a new theoretical research framework, a new CIMO framework, propositions, and an insightful discussion having watershed moments of major historical periods for the evolution of SHRM. Notably, the Ability-Motivation-Opportunity theory emerged as the most frequently cited underpinning theoretical lens for empirical quantitative studies on SHRM. A significant trend of using deductive reasoning through a higher reliance on cross-sectional, self-reported, and quantitative studies was observed in the literature.
Originality: No previous review-based study had provided a thematic trend analysis for empirical research on SHRM and this study filled that literature gap. Moreover, this study offers a new theoretical research framework, propositions based on recent literature and a CIMO framework. It also throws light on the prevailing use of research approach, choice of theories, commonly used measurement scales, industries/sectors being studied, response rates, units of analysis, and analytical techniques employed in the past empirical research in this domain of SHRM.
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